The Qualities of a Prince by Niccolo Machiavelli

In The Qualities of a Prince, Niccolo Machiavelli discusses the attributes that he believes make for a good leader. Although Machiavelli wrote The Qualities of a Prince centuries ago, some of the qualities he advises a prince to have can be adapted to the leaders of today. Some of these qualities include being generous and being feared by the public. Machiavelli claims that if â€Å"generosity is used in such a manner as to give you a reputation for it will harm you. † Today, this advice is completely useless.Pope Francis of the Catholic Church is a prime example of how being generous is, in fact, a good quality of a leader. Recently, the pope has been venturing out of the Vatican at night to help the homeless men and women. Due to his generosity, people have grown fonder of Pope Francis, making him a better leader with loyal followers. Pope Francis breaks bread with the homeless and sits with them to show them that they are loved. These generous acts make him more of a lovabl e leader, and show the people of the Catholic Church that they are in good hands.Machiavelli also states that â€Å"it is much safer to be feared than to be loved when one of the two must be lacking. † This advice, on the other hand, is reliable today. A recent leader who is feared by the public is Kim Jong-Il of North Korea. Kim Jong-Il is known for being a totalitarian dictator, giving his people little to no political rights or civil liberties. He has also forced women into marriage, mandated abortions, tortured his people, executed citizens publicly, and used forced labor in prison camps.The fear of Kim Jong-Il and his incredibly strict and derogatory regulations allowed him to rule over North Korea without being assassinated by his people. Kim Jong-Il proves that being feared can be more effective than being loved by the people. Today, there must be an equal balance between generosity and being feared. Pope Francis and Kim Jong-Il prove that both tactics are effective in leading, but the situations in which they are effective vary. Therefore, Machiavelli was correct in that being feared is a quality of a good leader, but was mistaken in believing that being generous did not make for an effective leader.

In Another Country Essay

War is the worst thing a mankind can face. For me, war is always associated with sadness, loss, grief and people’s bravery. And all these themes are brightly unfolded in the story â€Å"In Another Country† by Ernest Hemingway, which is under consideration. Hemingway is an American author of the 20th century, who won the Nobel Prize in Literature in 1954. The ones of his famous works include The Sun Also Rises, A Farewell to Arms, The Old Man and The Sea. The popularity of Hemingway’s is based on the themes, which are love, war, wilderness and loss, all of which are strongly evident in the body of work. The title of the story is puzzling, as it has two meanings: direct and indirect one. At first glance, â€Å"In Another Country,† refers to the fact that the American narrator is indeed in a foreign land-Italy. But the other side of it is that the main hero is culturally, emotionally in another country. He is at War, the country of the ‘so-called’ sickness and injuring. Now let me give you the brief reconstruction of the events. It was fall in Milan, a group of soldiers wounded in World War I received treatment at a hospital. There, one of the main characters, the narrator of the story, wounded in his knee, saw three Italian soldiers, but felt a great wall between him and them, because he had received his medal for being an American, and they actually performed feats of bravery to receive theirs. Another main character, the major with the withered hand taught him Italian. One day, the major became angry when Nick mentions about marriage, he burst out, because the major’s wife had just died. The major could not resign himself to the loss of his wife. He was crushed, shattered by the news. While reading the story we can state several key-points, which help us to understand and analyze the context. And the main of them, to my mind are war and bravery. First, let me dwell upon the bravery. The attitude towards bravery is different in terms of the characters of the story. The personality of the narrator is described indirectly, through his thoughts . He wasn’t a brave man during the war. â€Å"I was very much afraid to die†¦ and wondering how I would be when I went back to the front again’. As for the three soldiers, there was no notion of the bravery in the targets of any of these persons. The narrator calls them â€Å"hunting hawks†. They were hunting for medals, material values, given by the government, not for the faith. The attitude of the protagonist and the soldiers are also specific due to attitude towards the war, so was the major. We get to know from the story that they are Italian. They are very patriotic people, and their duty was to protect their country, as the war was on their territory. And the narrator was just an American, Let me quote : â€Å"I had been given the medals because I was an American†¦being wounded, after all, was really an accident. † He didn’t understand why people die, what they fought for. The problem of the ‘lost generation’ arises here. The fact is that Americans were indifferent to the war. Their aim was just to participate and being wounded. As the result, the relationship between the narrator and the soldiers were specific. Let me quote: â€Å"I was a friend, but I was never really one of them†¦ they have done different things to get their medals†, â€Å"I wasn’t a hawk†. As for the major, he didn’t believe in bravery at at. And Through his loss we understand that for the narrator the major was the bravest man of all, as he possessed a strong mind and tried to cope with his feelings like a brave soldier. We are to admit that the author uses different stylistic device, what makes the story more expressive, captivating and interesting to read. First of all it is the usage of foreign words, for instance â€Å"Signor Maggiore†, â€Å"A basso gliufficiali! †, which reflect the Italian atmosphere, where the action takes place. Other stylistic device is symbolism, which, to my mind, prevalent in this story. The recovering machines are the symbol of false promises and hopes. I quote: â€Å"†¦ there were large framed photograps around the wall, of all sorts of wounds before and after they had been cured by the machines†¦ I do not know where the doctor got them†, and this symbol also implicate with irony, e. g. â€Å"You will be able to play football again better than ever†. Other symbols, â€Å"roasted chestnuts†, â€Å"charcoal fire†, are the hopes for the better, because they mean light and warmth. The story makes use of repetition to emphasize the narration â€Å"In the fall the war was always there†, â€Å"It was cold in the fall in Milan and the dark came very early. † He repeats this idea with a slightly different emphasis at the end of the paragraph: â€Å"It was a cold fall and the wind came down from the mountains. † This description of nature here is also rather symbolic. It makes me feel the atmosphere of death and hopelessness. In conclusion I can say that it is smth bloody and sad. But through all these disasters we are to stay humans and bravery ones. The war will finish, but the human nature is eternal.

Analysing The Qualities Of An Effective Communicator Education Essay

Analysing The Qualities Of An Effective Communicator Education Essay The qualities of an effective communicator in the early learning centre are establishing and maintaining meaningful and respectful relationships with Educators, families and children. As an Educator, communicating effectively demonstrates interest, trust, commitment and professionalism. Educators communicate through a variety of different ways. Communicating effectively can be through forms of writing, speech, verbal, non-verbal and body language. Communication is the key to success and importantly what brings the world together. An effective communicator is an effective listener. The quality of an effective communicator in the early learning centre provides families and parents important and relevant information and the willingness to discuss positive aspects of the child. Communicating effectively demonstrates a high level of quality and reassurance for both parents and the educator. Important information that is discussed and carried out within the early learning centre is the ch ild’s progression (daily information). This information that is relevantly discussed is the child’s routine, meal times, sleep times, the child’s developmental areas which are social skills, communication skills, fine and gross motor skills, emotional and cognitive skills and the child’s well-being. Informative discussions that are held between educators and families are based on the child’s interests and motives. This information is beneficial for the parents and demonstrates how an educator shows initiative and companionship towards children and their education that the educator brings into the child’s environment. Families also are benefiting and gaining this information which allows them an understanding and good results of how their child is progressing in the centre. This includes what the child may need to focus on and the positive side of the child. As children are all individuals, educators are to include children with special needs to experience literature, language skills and all areas of development skills. Children with special needs have special aids that teach children communication skills and different ways of communication which involves mostly how to understand communication which is non-verbal. Within the daily program that is carried out in an early learning centre, educators are to also include diversity. Including language through diversity promotes children the ability to learn different languages, culture and most importantly how to speak different languages. As an Educator, communicating effectively to children develops their social, emotional, physical and intellectual skills. While communicating to children it broadens their understanding on reading and literacy. These main two qualities of development help children to improve on their pronunciation skills and their language skills. As children are developing such an important skill in their life, they are developing self-confidence within th emselves. As an educator, demonstrating effective communication skills enhances children’s awareness of how to talk, read and write. Children learn by hearing words, therefore when educators are communicating to children within the learning centre, children are capable of matching the words together and making meaning of what is being heard. As quoted, â€Å"Reading aloud with children is known to be the single most important activity for building the knowledge and skills they will eventually require for learning to read.† – Marilyn Jager Adams.

Management Function, Planning and Maslow's Hierarchy of Needs Assignment

Management Function, Planning and Maslow's Hierarchy of Needs - Assignment Example The other idea is related to decision roles of the mangers. Every organisation operates on the basis of decisions made by the management in particular. It can be noted that organisations operate in a dynamic environment during the contemporary period hence there is need to make informed decisions that can shape their operations. Therefore, it is the role of the mangers to take a leading role in formulating decisions that are meant to improve the organisations of the company. Failure to do so may negatively impact on the operations of the organisation. The second takeaway I have learnt from this module is related to the aspect of planning. According to Robbins (1993), planning includes defining the goals, establishing a strategy and developing plans to coordinate activities. The most important lesson I have leant is that planning gives direction in an organisation. Without proper plans, the organisation is directionless and it may be very difficult for it to achieve its set goals. The refore, planning acts as a framework to guide the operations of an organisation so that the set goals and objectives can be achieve. Without plans, there are no goals to be achieved hence they are very important to the survival of any organisation. Planning is effective in that it helps in establishing a strategy of attaining the goals. Planning is not an end in itself but a means to an end. It helps the managers to put measures that can be taken in order to achieve the set goals. Without a proper strategy in place, it may be difficult to achieve the set goals since there is no direction to be followed. Planning also helps the managers to allocate the resources that are needed in the... Therefore, it is the role of the mangers to take a leading role in formulating decisions that are meant to improve the organisations of the company. Failure to do so may negatively impact on the operations of the organisation. The second takeaway I have learnt from this module is related to the aspect of planning. According to Robbins (1993), planning includes defining the goals, establishing a strategy and developing plans to coordinate activities. The most important lesson I have leant is that planning gives direction in an organisation. Without proper plans, the organisation is directionless and it may be very difficult for it to achieve its set goals. Therefore, planning acts as a framework to guide the operations of an organisation so that the set goals and objectives can be achieve. Without plans, there are no goals to be achieved hence they are very important to the survival of any organisation. Planning is effective in that it helps in establishing a strategy of attaining the goals. Planning is not an end in itself but a means to an end. It helps the managers to put measures that can be taken in order to achieve the set goals. Without a proper strategy in place, it may be difficult to achieve the set goals since there is no direction to be followed. Planning also helps the managers to allocate the resources that are needed in the execution of various tasks.

The European Commissions Proposal Essay Example | Topics and Well Written Essays - 1250 words

The European Commissions Proposal - Essay Example To alleviate the danger of any impending conflict of interest owing to an acquaintance risk, the European Commission in its report has proposed that all publicly listed companies will have to obligatorily alter their auditor after each six years in case they had employed one auditor to execute the audit process, and after each nine years when two auditors were employed to perform the audit (Berger, 2012).This proposed reform is said to have a number of advantages in context of dealing with issues like conflict of interest and in so doing enhancing the quality of audit. The major advantage expected from this reform is the reinforcement of professional skepticism. In cases where the auditors have a long standing association with the company, it is likely that there would be dilution of professional skepticism. In view of the close relationship with their clients, auditors might develop a tendency to overlook areas of concern owing to their depending association with the management, whi ch might hamper the actual independence of the auditors. Various researches have opined that the major rationale for the detrimental audit quality comprise of the personal long term association amid the company’s management and the auditor, the amalgamation of consulting as well as auditing services, in addition to the auditor’s objective of preserving the assignment (Myers, Myers & Omer, 2003). The mandatory rotation of audit would elevate the fear of public exposure in case of any discrepancy. and hence the quality of audit would consequently improve. Another potential advantage of the obligatory audit rotation is that the clashing dissimilarities of judgment amid management and the auditor are not hazardous to the auditor if a rotation is planned in the coming future anyway. Reviews have confirmed the widespread expectation that consequent to this new reform

Animal Rights Essay Example | Topics and Well Written Essays - 750 words - 2

Animal Rights - Essay Example While, because of its many practical and historical considerations, it is difficult to take â€Å"sides† in this argument. As a matter of ethical stance the argument of Regan and Singer presents a clearer more definitive philosophical/ethical case, while Baxter’s hyper-utilitarian defense rings arrogant, unethical, and morally bankrupt. Both Baxter, and Regan and Singer rely heavily on the Utilitarian theory to support and dispute respectively the notion of ethics as applied to animal rights. As a theory of Mill and Bentham, Utilitarianism says the morality of an action is determined by its utility in providing happiness or pleasure to sentient beings. An action, as it were, is judged by its outcome. Baxter states this case word for word through criteria developed from this theory to support his view that when it comes to that which benefits the majority of people, â€Å"Damage to penguins, or sugar pines, or geo ­logical marvels is... simply irrelevant† (Baxter 523). He neglects to discuss animals as feeling creatures. Anyone familiar with animals could never dispute this. It can hardly be leave out of any conversation, pro or con, when it comes to animal rights. The basis of many of Baxter’s justifications is often expressed in dollars and cents, in the highly and often unethical human spheres of money, profit and even politics. â€Å"Penquins don’t vote† (Baxter 524), a sarcastic statement relating to the Utilitarian notion that decisions are made in the collective [by humans], and that animals, as not a part of that collective, have no say and deserve little consideration other than which man chooses to give them. Baxter stoops to the argument that while some say they want to protect animals from harm in all circumstances they still allow them to be slaughtered for food. It is an old argument. Regan and Singer can not be accused of

National Service Framework Essay Example | Topics and Well Written Essays - 2500 words

National Service Framework - Essay Example Integrated mental health services are to be provided for older people. The process of translating these nationally supported standards into local delivery is outlined. (www.dh.gov.uk). Quality Standard for Health Care was launched in February 2004 and puts the quality at the forefront of the agenda for the NHS and for private and voluntary providers of NHS care. It shows the quality of health organizations, including NHS Foundation Trusts, and private and voluntary providers of NHS care, will be expected to meet in terms of safety, clinical and cost effectiveness, governance, patient focus, accessible and responsive care, care environment and amenities, and public health. (www.dh.gov.uk). The Quality Standard will be a key part in the assessment in the performance as assessed by the Healthcare Commision of all health care organizations. The above mentioned characteristics of NSF and QS will be used to prove that they are doing something to improve their services. Articles and useful websites will be used to strengthen our claim that NSF and QS are doing something. The aims of NSF will be presented to further understand the importance and role of NSF not just only on elderly but to everybody as well. Using the Donabedian framework we will assess the effectivity of the framework by choosing an organization. The paper will assess whether the organization are meeting the national standard. Donabedian framework includes the structure, process and outcome. The organization to be assessed is located in Nottingham Street Melton Mowbray Leicestershire. 1st Choice Abbey Homecare was rated excellent by the Commission for Social Care Inspection (CSCI). CSCI are non government organization that inspect and report on care services and councils. It is an independent but setup by Governmentto improve social care and stamp out bad practice. Abbey Care Home was founded in March 2000 by Jayne LEE, who through remarkable dedication has established her agency with the support of five managers and a team of highly respected professional care workers. The head office is based in Reading and has direct communications for referrals from Social Services, Direct Payments service users and the private sector. Abbey Home Care offers all year round support. The type of service is care home with nursing (private) with 97 residents. The home care is comfortable for the adult they have 87 single rooms. They can have their own GP if required, pets are allowed but with arrangements, strictly no smoking. Internal access includes lift and wheelchair access. External access includes easy accessible local shops, near public transport, minibus or other transport. To help the old age patient feel comfortable the home care create a garden for residents, communication accessories such as own phone point in the room, television set in the rooms to make the patient feel comfortable. The home provides well maintained and pleasant accommodation and grounds. The home was very clean and tidy on the day of inspection. Staff at the home was friendly and approachable. People spoken to confirmed that staff is kind and respectful. The Abbey Care is structured the way the patient wants it to be. It is

Action Research Plan Coursework Example | Topics and Well Written Essays - 250 words

Action Research Plan - Coursework Example It makes it hard and more expensive to access credit. It also increases the demand for basic necessities and essential human services. Financial crisis also brings about downward pressure on the government and philanthropic revenue sources. It also takes non-profit organizations long to recover from a financial crisis. This is due to the state budget timing and depressive giving rates. Collaboration is one way in which non-profit organizations can deal with a financial crisis. Non-profit organizations should enter into mergers and alliances with other organizations so as to fulfill a mutual mission. Collaboration should range from planning and analysis to implementation and forecasting. This makes it easy for a non-profit organization to cope during a financial crisis. During a financial distress, the leaders of a non-profit organization should start viewing it as a business. They should do this when a financial crisis is forecasted. This ensures that there are good financial reporting and measures of success (Landskroner, 2002). Therefore, non-profit organizations should take appropriate measures prior to a financial crisis. Good preparation ensures that non-profit organizations do not get affected badly by a financial crisis. It is also important for non-profit organizations to collaborate with other organizations so as to reduce the effects brought about by a financial

Analyze and asses the economic effects of regulation on passenger vs Essay

Analyze and asses the economic effects of regulation on passenger vs. freight transportation - Essay Example This is when aspects of comparison are enforced in the market and the targeted performance by the airline companies. This paper analyzes and assesses the economic effects of regulation on passenger versus freight transportation. In the field of economics, once supply is reduced the tendency for price increase to be introduced is always very high. Regulations that inhibit airlines from taking a certain route within a timeline result in choked supply of the goods that are required. This means that there are people that want to travel and transport their goods from one area to the next. They are not able to do so because government regulations restrict them. The people and the goods have to be transported within set timelines. This results in so many people wanting to travel. In other cases, the flow of goods is hampered especially if the goods are perishable in nature. At this point, it is the mandate of the airline company to increase the air fares thus reducing the demand for the service. This means that if governments allowed airline companies to travel to regions as many times as they would want to, the demand would be evenly spread. This will also translate to cheaper airfares for anyone using the servic e (Abramowitz & Brown, 1993). In many instances, regulation has been viewed as a form of any government’s effort to reduce the number of people and goods using air transport. This is because many of them do not have the structural capacity to deal with the ever emerging need for transportation. Economically, this results in over congestion of other forms of transport and reduced revenue generation from the air companies. The aspect of coordination and relationships is greatly affected by the fact that regulations have been perceived as a form of dictatorial governance. This is a headache for very many governments and their transport systems. It is necessary to note that regulations affect economic relations between nations by stipulating the terms

The King of Mask Essay Example for Free

The King of Mask Essay Wonderful, straightforward and amazingly great film is the movie â€Å"The King of Mask†. In general, my personal views on the movie â€Å"The King of Art† is definitely an amazing work of work in the form of screen play in which it portray a balance yet profound presentation on the story of great Chinese art performer. Moreover, the motion film â€Å"The king of the Mask† is a Chinese movie in which it tells the story of a great Chinese dramatic art performer who worries that his â€Å"Bian Lian† art could be in extinction and carries his art to his grave due to the fact that he has no family in which he needs a heir to pass his all time love his â€Å"art†. The â€Å"Bian Lian† or better known as the changing mask is an ancient â€Å"Chinese Dramatic Art† that is generally famous as a part of the â€Å"Sichuan Opera†, which the art performer changes colorful faces as the actual performance of the art. Furthermore, the movie â€Å"The King of Mask† was released way back 1996, which was directed by a multi talented Chinese direct Wu Tina Ming. This movie is considered as one of the most Asian produced film, which received positive feedbacks from movie critics and garner major international award that includes the best actor award for â€Å"Zhu Xu† on his portrayal of the lead character as the opera street performer â€Å"Wang† and also awards like best director was given as well to director Wu Tian Ming. The movie started as the lead character â€Å"Wang† was performing in group of people in the street. â€Å"Wang Bian Lian† or prominently known as the â€Å"King of Mask† was the old man who worries so much that his all time love the art of â€Å"Bian Lian† or the art opera of face-changing might come to extinction and buried together with him on his death, due to the fact that as an old man and as an art performer he does not have family in which he can pass his art to carry on even after his death. Moreover this dilemma of â€Å"Wang† had leaded him to the notion of buying a child to make as his heir and pass his art to ensure its continuous performance even after his death. The next seen take place in the slave market in which Wang as a desperate old man and art performer had decided to buy a child and make as the successor of his art. In the Market Wang had come across an eight year old-boy, which was for sale due to poverty. The desperate Wang had never hesitated and bought the boy whom he named as â€Å"Gou-hua†. The eight year-old boy â€Å"Gua-hua† had somehow fill the worries of Wang as he brought happiness and answers to the fears of the aging street performer Wang. At first Wang was happy that he already has a successor to pass his art but beyond his control the adaptation of â€Å"Gua-hua† had made more conflict in his uncertainties when he later discover the eight year old Gua-hua was not a boy rather a girl. This scene reveals the true conflict of the movie in which the Wang as an art performer was not able to pass his art to Gua-hua due to the fact that his art should only be passed to man, which Gua-hua is not all. Furthermore, this revelation had created more conflicts on the story in which Wang started to hurt and abuse Gua-hua due to his frustrations. Nevertheless, this movie also reveals the right of the children, which as children or young individuals should be properly nurture.   The next scenes reveals more brutal act on the children as Wang and his frustration had attempted to dump Gua-hua. Since then their relationship had changed in which Wang habitually hurt the young girl physically and mentally, which lay the revealed child on suffering as she still stick with her claimed grandpa. However, it was until a near death incident happened when Gua-hua the young girl almost drowns herself to death Wang saw it and had regained his love and care with Gua-hua. This scene is definitely one of the hearts warming point in the movie in which Wang and Gua-hua had reunited with each other as they move on beyond their conflicts and differences.   Also, the movie reveals the justice and political state of china in which Wang was captured by the police officials for no credible case or reason. At the end of the story Wang with his uncertainties had located his answers with Gua-hua that   even she is a girl Wang still teaches her his art of Bian Lian in which Wang as a great art performer he still hopes for a boy to teach his art and pass as his successor. In the End, the Chinese film â€Å"The King of Mask† is a movie, which definitely touches your heart with its dramatic story. It is fair enough to say that this movie is worth watching for due to the fact that the director and the actor had exerted bigger efforts to make the movie more wonderful to watch. Nevertheless, the story of this movie definitely sends moral lessons in which it reveals the importance of children and equalities among boys and girls. On the other hand, it is fair enough to say that I have learned new things about film making on this movie â€Å"The Kin of Mask†. The first thing I learned is the new concepts of cinematography in which the movie has the appropriate cinematography in a specific scene or situation that had effect more drama and feelings to that particular scenario. Furthermore, I learned through this movie that inspired acting role of the artist will definitely make the movie more appealing that each actors and actresses has their profound role that make the movie interesting. Also, I learned that in movie production settings is critical in which it has the ability to portray realism of a certain time or situation to add more credibility and appropriate representation of event or occurrence. Nevertheless, the movie had left a big question in my mind, which is why Wang was captured by the officials for no credible reason. References The Z Review (2008), The King of Masks Movie Review: Retrieved May 1, 2008 from http://www.thezreview.co.uk/reviews/k/kingofmasksthe.htm

The Importance Of Recruitment And Selection Business Essay

The Importance Of Recruitment And Selection Business Essay The following chapter critically reviews relevant literature on the nature of recruitment and selection. This is based on the understanding that there is a key difference between recruitment and selection. The key differences highlighted in the literature are therefore discussed firstly. Reasons why organisations recruit staff are then considered, focusing on why the banking sector has a particular interest. Factors impacting on recruitment and selection are analysed. Recruitment and selection methods are then evaluated. At the end of this chapter, a brief conclusion of the above is concluding whether there are any best practices available for organisations to ensure a good recruitment and selection process. Differences between recruitment and selection In the literature differences between recruitment and selection are identified, though they are the components of one system. For example Taylor (2008) highlights that recruitment is used to attract well qualified applicants. Similarly Pilbeam and Corbridge (2002) state recruitment aims to attract suitably qualified candidates for particular positions. It is the phase directly before selection. Moreover Stredwick (2006) describes recruitment policy as an organisations performance manner, including rules and regulations to be followed. On the contrary, Taylor (2008) indicates that in selection, employer picks out the best and rejects the others from recruitment pool, also known as negative activity. Similarly Edenborough (2005) states selection as a combination of different processes which lead towards the choices of suitable candidates over others. From the above, it can be synthesised that recruitment is basically an attraction of the candidates for the available post, however in selection employer chooses the best available candidate for the post. Nature of recruitment In nature of recruitment, the reasons why organisations recruit staff are discussed. Firstly, an organisation recruits because of an increase in the business volume, which requires more skilful staff to meet the needs and demands of customer. According to the Heraty et al. (1997), that organisations are altered their structures that are built on functions and jobs, to empower individuals with diverse backgrounds, are replacing conventional specialised workers. Secondly, an organisation recruits because it needs a replacement for a leaver or entirely new vacancy occours. Sometimes recruitment is just because of the short of knowledge and pair of hands in an organisation. The empty space is necessary to be filled and it is purely a functional matter. Thirdly, staff turnover is the reason of recruitment in an organisation. Employee turnover is the rate at which an employer gains and loses employees. In other words, it means that how long employees be likely to stay in the organisation. Employee turnover is calculated for individual companies and for their industry as a whole. If an organisation acheives high turnover relative to its competitors, shows that its employees have a shorter average tenure than other organisations. The productivity of an organisation suffers, if there is high turnover because of high number of begainer employees. If the resourcing process of an organisation is not validate to employee right people for the right posts then there is a tendency of people leaving the organisation more often than competitors. It puts very bad impact on business operations because the number of important positions are oftenly empty which delays the completion of operations as well as the new employee takes some time to adjust and thus creates some more problems for organisation. Also organisation invests a huge amount of cost in recrutment process and because of the wrong resourcing policy or wrong selection tool organisation losse it all. It creates the unconsistancy amongst the staff and customers behaviour as well and ultimately effects profit of the organisation. Nothing can be more frustrating to a small business owner or manager than the constant aggravation of employee turnover. High or low employee turnover can be detrimental for organisations. Employee turnover can vary as a result of the industry and location of organisation. For instance, the food service industry typically experiences turnover of 100-300%. The stress of employee turnover is much greater on smaller businesses than larger corporations. There is a valid formula designed for calculation of employee turnover used by many banks all over the world. Total employee turnover cost = Costs of hiring new employees + Costs of training new employees Factors impacting on recruitment and selection There are some following factors impacting on the recruitment selection for an organisations decision making. Economic: The salary packages offered by the organisations to its employees are sometimes resulting in the staff expectations, which create difficulties for organisations. Sometimes the location of an organisation is also contributes to the difficulties in attracting skilled and experience applicants. Conversely, Gribben (1999), state that organisations are cutting back on recruitment despite growing confidence of economy. Demographic: Demographic factors are the most important factors affecting on the recruitment. These factors state (Linda, 2001) that in future the number of older people is increasing and younger people is decreasing. If so, there will be shortage of young skilled workers in future and organisations have to recruit multi-skilled employees and work hard to retain their employees. Social: Linda (2001), states that the appropriate candidate availability can be influenced because of the social blend of the labour group, which probably limit the types of skills required. Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. Also, trade unions play important role in recruitment. This restricts management freedom to select those individuals who it believes would be the best performers. However, the recruiters need to be able to understand the process, skills and able to take a systematic approach for the successful process. Recruitment methods The business scenario and job vacancy shows how the employer performs the whole recruitment process, from submitting a recruitment request, to advertising the vacancy and selecting personnel, to closing the recruitment cycle.  It consists of three business participants; the candidate, the employer and the external service provider. The candidate is the internal or external  person who is actively or passively looking for a new position.  The employer takes both the role of the hiring manager and the recruiter. The hiring manager is the one who has an open position to fill. The recruiter is an HR department employee who helps the hiring manager to  find suitable candidates and select and employ the right persons. The employer submits a recruitment request for the positions to be filled. For this recruitment request the employer looks the available talents and then  specifies the recruitment plan, for example which target group should be given first choice, where to advertise , and so on. The most appropriate candidates receive an offer from employer and if the candidates accept the offer, the employer closes the recruitment cycle and prepares for their hiring. There are mainly two types of recruitment methods which a manager can recruit; internal and external recruitment. Internal recruitments: Before going for external resources i.e. advertising, agencies or consultants, it is important to review of an internal recruitment for candidates are made. Internal recruitment is when the business looks to fill the vacancy from within its existing workforce. Most of the private sector employers, as a matter of course, attempt to fill vacancies internally before they consider looking for people outside the organization (Newell 2005; CIPD 2007). According to Fuller and Huber (1998), internal recruitment consists of four methods i.e. promotions from within, lateral transfers, job rotation and rehiring former employees. Similarly, in internal recruitment promotion and transfer of existing personnel or through referrals, by current staff members, of friends and family members. Where internal recruitment is the chosen method, job openings can be advertised by job posting, which is a strategy of placing notices on manual and electronic bulletin boards, in company newsletters and through office memoranda. Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of recruiting. In each of these methods the current or former staff of the organisations is made aware of the opportunities available to develop their career wi th some new role. Pros: The vacancies can be advertised using notice boards, newsletters, intranet system etc which is very much cost effective and a big advantage for the employers to retain their experienced employees by providing them these career developing opportunities. Other advantages according to Taylor (2008), includes that the employers dont have to spend huge investment on staff training, the time taken to fill the vacancy is usually much quicker and also enhancing motivation commitment among existing staff. In other words when the existing employees know that they get promotion by doing excelent work or completing the task well and less time than others, which give them motivation to do satisfactory work for organisation, if they need promotion. Cons: Internal recruitment is like an old way that tends to carry out the tasks and work in existing ways of thinking. There are also some strong arguments put forward by some researchers writers against the internal recruitment. Heneman (2000) states that traditional approach of internal recruitment starts with the assumption that the individual from the organisation can be promoted upwards and is capable of fulfilling the required persons post. The managers hence are more attentive to analyse the work of the available working staff suitable for the vacancy and employees start competing each other for the promotion. Because of the internal competition between employees for promotion there are some problems i.e. employees attitude, which can be harmful for the organisations atmosphere and goals. This type of recruitment is useful for smaller organisations but not for bigger ones or MNCs. Because small firms have very limited resources regarding to thier finances so firms hesitate to spend a big amount of finance on external recruitment and traning of employees, even at the cost of putting inappropriate or less experianced person for vacant place. New experience is also need of a time for any organisation in t odays competitive world. Similarly Hirish (2000) highlights that sometimes the promoted person is less capable of handling all the situations required by the post i.e. rehabilitate the failed internal candidates so as to avoid the bad performances, unnecessary resignations and collapse in office relationship. In other words the promoted person usually dont have interpersonal qualities to motivate theose employees who are having some problems as well as keep an eye on their needs thoughts or not a perfect choice for the required post. Internal recruitment does not always produce the number or quality of personnel needed i.e. the organisation needs to recruit from external sources, either by encouraging walk-in applicants; advertising vacancies in newspapers, magazines and journals, and the visual and/or audio media; using employment agencies to head hunt; advertising on-line via the Internet; or through job fairs and the use of college recruitment. External recruitments: External recruitment is when the business looks to fill the vacancy from any suitable applicant outside the business. It is the process of attracting and selecting employees from outside the organization. It depends entirely on the numbers and level of the vacancies. Process of identifying and hiring best qualified candidates, from outside of an organisation, for a job vacancy, in a most timely and cost effective manner. There are numerous different approaches used to attract the external employees, in which some of them are more conservative than the others. According to Taylor (2008) banks use following methods of advertisement of the job posts for external employees; printed media, external agencies, education liaison and other methods i.e. personal reccomendations, telephonic interviews, internet etc When managers deciding, which method to use for recruitment, they also have to consider other methods benefits back draws. Recruiters always think about every option available for t hem and then deciding the best one for organisation. The line managers of any organisation is the most responsible person regarding to recruitment and selection because they are solely responsible for decision making at the initial stages of process, whether or not the applicant fulfil the requirement for the required post (Heraty Morley, 1998).   There are some different ways or methods through which line managers and HR department work combinely to recruit employees. Print Media In print media national newspapers, local newspapers, trade professional journals and magazines are suitable for attracting the candidates. Advertisements are the most common form of external recruitment. They can be found in many places (local and national newspapers, notice boards, recruitment fairs) and McKenna Beech (2002) emphasies that this should include some important information relating to the available vacancy (job title, pay package, location, job description, how to apply-either by CV or application form). Because by doing this, only those candidates will apply for the job who are capable of fulfilling the requirements of the organisation and resisting those who are not appropriate. Where a business chooses to advertise will depend on the cost of advertising and the coverage needed (i.e. how far away people will consider applying for the job. The choice of publication depend upon target audiance and Paddison (1990), explains that by doing appropriate advertisement an o rganisation can also acheive the diversity objectives as well. External Agencies In external agencies, job centres are the most important recruitment methods. Job centres are paid for by the government and are responsible for helping the unemployed find jobs or get training. They also provide a service for businesses needing to advertise a vacancy and are generally free to use. This is a good for business because by doing this organisation attracts a big pool of applicants, who fulfil all the requirements of vacant post and organisation has a good choice to pick a right and suitable person. It is also a cost effective way of sourcing candiadtes for interview. Public service agencies enjoy greater exposure to scrutiny than most private sector organisations; therefore, openness and transparency in recruitment and selection practices are crucial. The discussion that follows will identify some of the options available for attracting applicants to the public service job market and discuss strategies for managing the process. The external service provider is an external agent who supports the overall recruitment strategies, the use of various media channels,  the assessments of candidates and pre- employment checks. Another way of recruitment is Recruitment agency. These agencies provides employers with details of suitable candidates for a vacancy and can sometimes be referred to as head-hunters. They work for a fee and often specialise in particular employment areas e.g. nursing, financial services, teacher recruitment. When organisation wishes to fill a vacancy of senior post or a highly specialist person required then the organisations have very small choices because of huge expected qualification. For this purpose, managers use Executive search agencies. These agencies charge very high cost for their services. External agencies are very benificial and cost effective way of recruitment for organisations especially for the banks but it is very lengthy and time taking process, which can take more time than usual. And sometimes by resourcing through agencies, organisations are not able to find such a candidate who is perfect for the vacancy. Education liaison Another form of recruitment which is available for employee recruitment is widely used known as education liaison. In this method, managers recruiting people directly from the educational institutions. The most attractive recruitment is of graduate recruitment. The Careers advisers in schools and colleges, and university appointment boards, may be able to provide suitable candidates. According to McKenna Beech (2002), some of the organisations traditionally taken the employees from education institutions have operated many processes to recruit the young people, who are in their final-year or just completed their studies. Many organisations also recruit young educated employees through open days, recruitment fairs, careers fairs and careers conventions. This type of resourcing is normally prove to be very benificial for banks/organisations because they attract those candidates who are familiar with the new ways and techniques of business field and also enthusiastic to develop their carrers. Other Methods There are some others methods too available to mangers for resourcing. One of them isPersonal recommendation. It is often referred to as word of mouth and can be a recommendation from a colleague at work. A full assessment of the candidate is still needed however but potentially it saves on advertising cost. The current employees who is already working for the firm recommends someone they know. This takes place at all levels of business. A director may recommend that a friend should be appointed to the board of directors. In such kind of recruitment diversity of the organisation effected because the candidate reffered through word of mouth is very similar to the employee who reffered him/her, which can be a negative impact on the culture of the organisation. In most of the cases the first major contact between a candidate and an employer is CV or application form. But some organisations use an alternative in the shape of telephone hotline. The organisations publicise their contact numbers for the candidates to discuss the vacancies availability and requirements. This method is normally used for quick response. According to the McKenna Beech (2002), the use of Internet is as a means of recruitment has been mounting now a day. Applicants all over the world use internet to gain the information about the companies, their vacancies and processes of application. This method provide candidates a system of self screening through which they can find out that whether they are suitable for the required position. For instance, Cisco System and Dell are the big examples of recruiting employees exclusively on internet. Some other recruitment methods are television, radio, cinemas, government training schemes, waiting lists, trade union referral suppliers etc Pros: There is a larger pool of skilled people from which the organisation chooses the best suitable for their vacancy. The new employees bring in new ideas for the development of an organisation. Sometimes the new employee has a wider range of experience which is quite worthwhile for any organisation. Cons: Sometimes few methods are ruled out in external recruitment because of the time constraint. The methods of recruitment in such a haste are very few i.e. employment agencies, job centres, personal contacts and local newspaper advertisement. And because of less time to spend on the process, probably the method chosen by the recruiters is not the best suited for the post. Another main issue in external recruitment is the huge volume of applications received by recruiters and the ability to deal with applications screening them effectively e.g. advertisement in newspaper for senior accounts manager or opening a new branch etc Selection methods Recruitment proceeds selection of the candidate. It is considered to be a very crucial stage in which candidates matched to the requirements of the job are selected. There are number of methods and techniques for doing this process i.e. face-to-face interviews, self-test questionnaires, biodata, assessment centres, selection tests etcà ¢Ã¢â€š ¬Ã‚ ¦ This is the stage where successful candidates get an offer of employment. It is often thought that the selection process is very simple in which wanted against offered is matched and then selecting the best fit for it. Overall, it all boils down to choosing the right candidate for the right position and at the right time. Organisations would not want it the other way around. Employee selection applying these high-tech solutions reduces the cost and time spent in recruiting and selecting qualified candidates. According to the Pilbeam Cobridge (2002), there are some different ways of employee selection used by organisations i.e. interview, psychometric testing, work sampling, assessment centres, biodata, graphology and online questionnaire. There is the explanation of some of the selection methods use by the organisations. Interviews The most popular selection technique is the interview either by face-to-face or in front of the interview panel. According to Lewis (1985), although the validity of interview is considered very low but it is still popular for selection. Interview provides the basis of two way exchange of information which is very useful to determine that the candidate is an appropriate person for the organisation and its culture. Shackleton and Newell (1991), highlights the point that every organisation use a interview sample at least once in the selection process. There are mainly two types of interview, structured and unstructured. According to McDaniel et al. (1994), structured interviews are more valid for selection purpose than unstructured one. This can be useful for two way exchange of ideas and information. It helps to improve the quality of decision but (Heffcutt and Arthur, 1994) it is not improving the validity. In unstructured or triditional interviews candidates asked different type of q uestions from which interviewer gets information about applicant in an unsystematic manner and draw the conclusion in his mind whether or not offer the job to applicant. Which may lead the poor selection. There are some very common problems with unstructured interview explains below. The first and the foremost problem is the undue influence or bais behaviour of the interviewer. Interviewer sometimes given the positive or negative response to candidate from his CV/application form or on the basis of similar qualities, background, career, personality or attitude, in other way decision is just on the basis of personal likeness or dislikeness. Sometimes the interviewer is not a fully trained person for conduct an interview and lead to a wrong decision of selection of employee. Poor questioning is also a big problem of these interviews because interviewer ask questions designed for the initial impression of candidates and make a decision way to early about applicants. These problems play a big part while selection process. If the organisation not overcome these problems before the interview process then it lead towards discrimination with applicants or the wrong selection of an employee. Work-based Test When an organisation want to access the abilities and altitude of applicants competence, a work-based test can be used. In this test candidates have to come with the different and logical ideas as a solution of a problem presented infront of the. They required to undertake some typical tasks associated with the job, which shows the quality of their work and on these basis applicants are assessed. For example applicants could be given with the series of theoretical situations and want them to respond at the mean time. This is very similar to the situational interview. Another example is the individual performance of an applicant in a group work, where two or more applicants discuss a specific assignment and then their performance in the discussion is accessed. Work-based tests are very valuable because these tests provides the actual competence and ability of an applicant. In Pakistan, the useage of work-based test is quite low for selection of an employee but it is extensively used ( Lockyer, 1996) in United Kingdom. Biodata When candidates apply for the job, normally they fill an application form or submit a CV or both. From these application forms and CVs managers find a key biographical information about the candidates i.e. age, education, interests, personal history and employment history. In selection particular things of a candidates biographical profile receives higher score then others because these features are most appropriate and required ones for the vacancy. Shackleton and Newell (1991), indicate that only 20% of the organisations used biodata as a selection tool to some extent and only 4% for all vacancies, which is increasing now a day but still very hard (Wilkinson, 1997) to find any evidence of a broader spread of biodata. Sometimes employers have difficulty in choosing the right person for the vacant post in their organisation. Employee selection promises to be a difficult task especially if the current recruitment systems fall below industry standards and fail to meet the companys recr uitment objective. One specific aspect in employee selection is data inquiry. HR system users usually require a list of all the possible candidates for a position in ranking order. Ranking employee selection is achieved using software solutions that efficiently go through application data by matching candidate resumes and other pertinent application documents with the job requirement. An automated system generally ensures an accurate and fast result for various types of employee selection inquiry. According to the Brown and Campion (1994), there are some advantages and usefulness of biodata as a selection tool. It is very useful to screen the large number of applications in response of an advertisement. It is very systematic approach which helps to improve the selection decisions. If referances considered as a selection tool then it is very useful as it provides honesty and moral integrity of applicant which is vital consideration. The big disadvantage of biographical test is the la rge amount of time required for this exercise. Another potential draw back is biasism against certain groups or communities. Another draw back is of referances as a selection device because applicant nominates refrees and the choosen persons are very unlikely to provide any negative assesment. According to Hunter Hunter (1984), generally the strength and consistency of referances are pretty poor but still remains accepted in UK. Employment References This is the third of three selection techniques know as classic trio and the other two are interviews and application forms explained above. Normally organisations asked to shortlist candidates to provide them at least two referances which considered to be an important contribution to selection. This is one of the last tools used for selection of a candidate. Referances are taken for two major purposes, one is to provide confirmation that the information provided by applicant is right and the other is persons character referance. According to the IRS (2002a), approximately 70% of the referances are taken following the decision of selection has been made. Conclusions/summary This review of the literature highlights a range of issues and perspectives for the approach to recruitment and selection of employees which has implications for the Pakistani banking sector. There is not a specific perfect recruitment and selection process available for banks for resourcing of employees. It depends upon the size and culture of the bank that what kind of resourcing policy performs. There are several good ways identified for resourcing of employees. For example the best methods of recruitment in small banks is internal recruitment i.e. promotion of an employee and for big organisation it is it is external recruitment i.e print media, as it has less problems to deal with. And for Selection, interviews are the most common and widely tool used by banks. There are some important findings/issues highlighted from the above literature review. The specific areas through primary research are followings. Rational for the type of recruitment resourcing policies used. The role of stakeholders (HR managers line managers) in recruitment and selection. Identification of key issues experianced. The next chapter outlines and explains the research design adopted to investigate these implications from the perspectives of HR managers with responsibility for recruitment and selection.

Objectivism in Atlas Shrugged, Anthem, The Fountainhead, and We the Living :: Atlas Shrugged

Objectivism in Atlas Shrugged, Anthem, The Fountainhead, and We the Living  Ã‚        Ã‚  Ã‚   Warning - this paper is not formatted !  Ã‚  Ã‚  Ã‚   Who Is I? In Atlas Shrugged, Ayn Rand provides a well-written explanation of objectivism in a monumental novel about those who hold the world on their shoulders. Her characters are a myriad of individuals, ranging from the highest achievement possible: a human, to one of the most horrid creatures on this planet: a once-human imbecile. She gives the reader insight into the psyche of society and the motivations behind our actions. In this novel, Rand’s most righteous characters are those with the most internal conflict. They must shed their conditioning that has been imposed on them by the earth’s people and leave behind what they value as most precious. There is one character that is held higher than the rest. A man of morality, introspection, and enigma, he begins the book and finishes it. So, who is John Galt? John Galt is Rand’s brilliant character that blends imagination and intelligence. Joh n Galt can be described as having the same opinion on life that Henry David Thoreau does. They both believe you shouldn’t carry the world on your shoulders; they realize that in fact by giving things to the needy (Rand would use the word unworthy) you aren’t enabling them to become better people, but merely allowing them o feed off of other’s success. Their opinions differ in that Thoreau had good intentions for all and Galt is only interested in the very best for the competent and likes the idea of leaving saps in the dust. Galt brings Atlas’s people from the earth into their Olympus, Galt’s Gulch. There, these remarkable competent people are able to create their own utopia of industry and live without the weight of the earth’s incompetents. He, like Dagny Taggart, Francisco d’Anconia, and Henry Reardon, is a person of high ideals and standards. He values the dollar because he knows that the dollar is the highest commodity of respect a human can give to another’s ability. The actual sign of the dollar is the symbol of its country’s initials: for the United States, â€Å"the only country in history where wealth was not acquired by looting, but by production, not by force, but by trade†¦ The symbol of man’s right to his own mind, to his work, to his life, to his happiness, to himself† (Atlas Shrugged, 637).

Weinbergs A Designer Universe Essay -- Argumentative Persuasive Creat

Weinberg's A Designer Universe   Ã‚  Ã‚  Ã‚  Ã‚  The phenomenon of the creation of the universe has baffled many for some time. The question of whether or not a designer/God put together this most intricate world in a personal quest or project leaves many in great debate. Was life brought about by some evolutionary feat? Or, in opposition, did an intelligent being create life with perfection in mind? Both questions can be answered in many different ways. Steven Weinberg, writer of A Designer Universe, offers his thoughts, through abduction, regarding the likelihood of a designer creating the universe. Such an abduction, in which Weinberg expresses his opinion, relies on premises or declarative statements that the conclusion proves most unsurprising, or to the best explanation. An example of such an argument would be: (premises) A trunk provides support, Branches and leaves make up it’s body, leaves change color with the seasons†¦(conclusion) â€Å"It† must be a tree. The conclusion makes the premises most unsurprising. One would guess that if â€Å"It† must be a tree, all of the premises would exist.   Ã‚  Ã‚  Ã‚  Ã‚  Weinberg offers two excellent arguments against the Design Theory. This theory suggests that if a â€Å"designer† created the universe it would thus be perfect. For example, if a watch were found on the beach, one would know that a designer created it because it is a finely tuned machine in which all parts work perfectly together. However, if a rock was found, one could guess that a designe...

Non-Traditional Sports: Social Barriers :: Bodybuilding Synchronized Swimming Essays

Non-Traditional Sports: Social Barriers Gender barriers have always existed in the field of sports. I will be focusing specifically on women in the field of bodybuilding and men who enter synchronized swimming in order to illustrate the social and cultural costs and benefits of these individuals entering their given sports. Breaking Barriers: The gym is the world of gods and heroes, goddesses larger than life, a place of incantations where our bodies inflate and we shuffle off our out-of-gym bodies like discarded skins and walk about transformed. . . . Here, in this space, we begin to grow, to change. The transformation has begun, and our flawed humanity is falling off fast. We are picking up our shoulders, elevating our chins, shaking ugliness from our shoulders with a series of strokes, the glistening dumbbells, listening to our blood's rush. Our pasty misshapen bodies are developing clean lines. Our day's tribute of trials and heartaches is fading, for here, in this gym space, we become kings and queens. Larger, invincible, gods in ourselves. (Introduction, Bodymakers: A Cultural Anatomy of Women's Body Building) Women in bodybuilding is a recent phenomenon. It is an example of the cultural transformation and revolution that has been in the process for many years now. Leslie Heywood, the author of the quote above, is an assistant professor of English at the State University of New York, Binghamton. As stated by a critic of her recent book, Bodymakers, "Heywood looks at the sport and image of female body building as a metaphor for how women fare in our current political and cultural climate. Drawing on contemporary feminist and cultural theory as well as her own involvement in the sport, she argues that the movement in women's bodybuilding from small, delicate bodies to large powerful ones and back again is directly connected to progress and backlash within the abortion debate, the ongoing struggle for race and gender equality, and the struggle to define "feminism" in the context of the nineties. She discusses female bodybuilding as activism, as an often effective response to abuse, race and m asculinity in body building, and the contradictory ways that photographers treat female bodybuilders." It is evident from this brief yet descriptive narration of her book that Heywood believes both cultural costs and benefits of women in the sport of bodybuilding exist, as well as in any other field in which women push the restraints of social acceptance.

Summary

She compares guns to cars saying that we have high her standards when it comes to licensing people to drive than we have for people to own a gun, the cough a car can be considered a lethal weapon. Throwing the quote â€Å"guns don't kill people† out t he window, she makes the argument that many less family feuds would lead to death if only t here hadn't been a gun in the house. She says that the people who study martial arts, who can lit really kill with bare ands, have been through years of training and discipline but that anyone ca n pick up a gun and kill with it.She believes that at the very least people who have guns should be trained, disciplined and have the same restrictions as those in England because, in her view, having a gun is literally the power to kill. She insists that â€Å"gun nuts† have a power hang up a ND that no sane society would allow the use of guns to continue. In her very last, amusing word ads she insists that we ban all guns and get dogs for protection. Summary A Summary on â€Å"Addiction in Free Markets† Bruce k. Alexander who is a professor at Simon Fraser University and Stefa Shaler who is a Freelance Social Worker, describe the beginning of the twenty first century as a time of strain on society and members needs to feel included and not dislocated. A member should feel they are included in a larger community with a sense of belonging, if this psychosocial integration is not met a member could be a candidate of gaining an addiction and this is what Alexander and Shaler are claiming in the writing â€Å"Addictions in Free Markets†If a market is solely controlled on supply and demand it is considered a free market. If a market is free a member is more than likely to feel an inferior sense of belonging due to supply and demand, and if they can keep up with the changes of society. People who cannot accept society’s change are often left dislocated from the other members. Although a market doesn’t have to be free to feel this way it is just more common in a free market.Dislocation from a free market can cause one to feel excluded and this leads to addiction. If a member doesn’t reach a reasonable degree of psychosocial integration they find a substitute lifestyle and consequently gain an addiction to fill the void that they are left with. Addiction can really be anything such as: drugs, alcohol, gambling, and even sex. Alexander and Shaler claim that it is natural for members to blame their problems on addictions and find that people will often do this.Alexander and Shaler believe that in a free market the spread of addiction is from political and spiritual problems. Members refuse to give up hope in believing that a free market will create universal well-being, but Alexander and Shaler question that if a free market doesn’t find a generous source of psychosocial integration they will become even more dislocated which will lead to an increase in addictions.If a society would j ust create a sense of belonging and meaning for the victims of dislocation they might be able to control addictions. Therefore Alexander and Shaler strongly believe that a free market society is the problem, and they need to create a healthier environment for people to live in so there are fewer addictions. They state that a â€Å"healthier society ultimately leads to a healthier economic system as well. † Summary A Summary on â€Å"Addiction in Free Markets† Bruce k. Alexander who is a professor at Simon Fraser University and Stefa Shaler who is a Freelance Social Worker, describe the beginning of the twenty first century as a time of strain on society and members needs to feel included and not dislocated. A member should feel they are included in a larger community with a sense of belonging, if this psychosocial integration is not met a member could be a candidate of gaining an addiction and this is what Alexander and Shaler are claiming in the writing â€Å"Addictions in Free Markets†If a market is solely controlled on supply and demand it is considered a free market. If a market is free a member is more than likely to feel an inferior sense of belonging due to supply and demand, and if they can keep up with the changes of society. People who cannot accept society’s change are often left dislocated from the other members. Although a market doesn’t have to be free to feel this way it is just more common in a free market.Dislocation from a free market can cause one to feel excluded and this leads to addiction. If a member doesn’t reach a reasonable degree of psychosocial integration they find a substitute lifestyle and consequently gain an addiction to fill the void that they are left with. Addiction can really be anything such as: drugs, alcohol, gambling, and even sex. Alexander and Shaler claim that it is natural for members to blame their problems on addictions and find that people will often do this.Alexander and Shaler believe that in a free market the spread of addiction is from political and spiritual problems. Members refuse to give up hope in believing that a free market will create universal well-being, but Alexander and Shaler question that if a free market doesn’t find a generous source of psychosocial integration they will become even more dislocated which will lead to an increase in addictions.If a society would j ust create a sense of belonging and meaning for the victims of dislocation they might be able to control addictions. Therefore Alexander and Shaler strongly believe that a free market society is the problem, and they need to create a healthier environment for people to live in so there are fewer addictions. They state that a â€Å"healthier society ultimately leads to a healthier economic system as well. †

Literature Courework Essay

Choose two stories from ‘An Evening in Guanima’ that you considered to be the â€Å"best† or your favourite. Explain the reasons for your choice considering: theme, characters and writer’s style. The author got her inspiration for these stories from her birthplace, Cat Island, which many believe was originally called â€Å"Guanima† by the Lucayans. She frequently visited her grandparents in Port Howe, where, via storytelling, she discovered the fascinating world of Bahamian folklore. Therefore, it was for this reason ‘An Evening in Guanima’ was created. One of my personal favourites is â€Å"The Girl on the Gallows† because of the writer’s style – which I felt encompassed varied techniques; impressive characterization and theme. Another favourite is â€Å"The Gaulin Wife† with its distinct writer’s style, ingenious characterization and obvious, clear-cut theme. I love the writer’s extremely descriptive writer’s style; it paints picturesque scenes of this exotic land and enabled me to visualise the characters while learning about their personalities. â€Å"The sheen of Christa’s skin, the colour of honey from bees feeding on wild marigolds†¦ and no less golden and beautiful was her hair† – this allowed me to effortlessly visualise Christa and Glinton describing her personality as being â€Å"sweet† told me she was a kind-hearted character. On the contrary, the author used words like â€Å"jealous† and â€Å"spiteful† when describing Anacarla and this, to me, denoted a vicious character. Christa was portrayed as a becoming yet humble girl with a kind personality while Anacarla on the other hand, was portrayed as â€Å"a cruel viper of a princess†. This made me despise Anacarla but feel nothing except fondness and sympathy toward Christa. I greatly admired the manner in which Glinton intertwined structure and symbolism when discussing the bird-messengers. She structurally highlighted the words â€Å"Princess† and â€Å"Queen† by capitalizing them and used each type of bird to symbolize both Christa and her impending destiny. The first bird was common; a duck, this to me represented Christa’s humble social status as â€Å"a daughter of the common people†. The second bird was an iridescent parrot which, I felt represented Christa’s undeniable beauty. The bird’s feathers were used to fashion a bonnet for â€Å"a sour-faced woman who had no eye for their beauty† and I took this to mean that this woman did not appreciate the bonnet’s inordinately beautiful plumage. In the same way Christa’s rejected admirers and jealous rivals ceased to appreciate her beauty when she was sentenced to be hung. The third and final winged-messenger was a powerful, majestic eagle. It was observed that this was the only messenger that addressed Christa as â€Å"some-day Queen† and because of her prowess the eagle was able to soar above the clouds, thereby evading hunters. From my perspective, the eagle soaring above the clouds symbolized Christa rising in status and power to the prestigious position of queen. The theme of this story was that â€Å"Good always triumphs and evil doers eventually get what’s coming to them†. This made me feel optimistic that this theme would hold true to real life. I like the title of â€Å"The Gaulin Wife† because it is short and has an interesting key word. I like the fact that the title is short because it does not reveal much about the story, leaving me to puzzle over what the story will entail. This coupled with the use of the key word â€Å"Gaulin† piqued my interest and prompted me to read the story. The writer’s style added to my joy in reading the story because it contained an abundance of Bahamian dialect. I felt the writer infused the writing with Bahamian dialect in order to add a â€Å"cultural flavour† to the story. This, in turn, made the story more interesting to me. This technique was used in the line â€Å"her ma musse pity frog or goggle-eye fish†. It was lines like this that showed me that the main character was disrespectful and completely inconsiderate of others’ feelings. The author’s description of his actions also added to my perception of his personality. The fact that he promised to wed several girls before leaving them â€Å"high and dry† showed me the narcissistic and down right cruel aspects of his personality. This characterization flowed perfectly into the theme which was â€Å"Bad karma tends to seek out those who deserve it†. I gravitated toward â€Å"The Girl on the Gallows† because of its writer’s style, my favourite technique being the imbedded symbolism, and characterization – which made me feel different emotions toward the characters; I despised Anacarla but sympathized with Christa. I chose â€Å"The Gaulin Wife† because of the use of dialect in the writer’s style and the clear-cut, hard-to-miss theme.

Golden Parachute

Often in a stack of current newspapers, the front page topics that will catch your attention are ethical issues behind upper management compensations; in this case, on March 30th 2009, the issue that surfaced was Rick Wagoner’s leave from GM and his retirement package and how his actual/ base compensation doubled in his last year from approximately $7M to $15M. (7) With the current economic crisis, many people outside the business society have become aware of the ridiculously high income difference between top managers and regular working citizens. For instance, terms such as ‘golden parachute’ have been put under the limelight and are scrutinized. Golden parachutes are severance pays to CEOs when they leave their company. The amount of money is usually influenced by the size of the business and the effort they put in. The golden parachute was once used to ethically to compensate CEOs who sacrificed their time and effort for the business; however, this is currently not the only case. Before we get into more detail, it is important to understand that the golden parachute once had a reason for being employed. With many mergers and acquisitions during the second industrial revolution, CEOs were offered compensations proportional to how much their effort was worth. According to the Journal of Business Ethics, this was an ethical standpoint because it was followed by two positive effects. First of all, golden parachutes encouraged mergers and acquisitions as opposed to bankruptcy. For instance, the CEO would choose to merge with a competitor and leave with an enticing amount of money. This minimized unemployment and loss of structural capital which is result of bankruptcy. Another positive effect in using the golden parachute was attracting an effective management team. Great CEOs are essential for the success of businesses, yet great CEOs are low on supply. As a result, golden parachutes can be ‘recruitment tool[s]’ and can bring the business back into an economically stable position. In essence, golden parachutes were and can still be ethical if the CEOs receive compensations proportional to their effort that was put forth to the company. 1) However, although these compensation packages began as an alternative that maximizes the sum of stakeholders’ satisfaction, many CEOs began to abuse this privilege. Highlighted by the principle agent theory, most people would prioritize personal incentives above all else. Therefore, it is understandable for a CEO to pursue personal incentives. However, fiduciary responsibilities to shareholders must be reinforced by boards. It is human nature to prioritize personal needs, but it is unethical to harm the business or shareholders during the process. Therefore, whether or not golden parachutes should or should not be mandatory remains a moral dilemma. The question still stands; is it defendable that CEOs deserve and have rights to collect golden parachutes? In a current issue, Rick Wagoner, CEO of GM, was asked to resign by Obama due to his failure to submit a restructuring plan. As a result, he received a whopping golden parachute of $20 million. If the decision was put in the hands of many tax payers, he would not have left with $20 million due to his track record. According to ABC News, under his leadership, â€Å"GM lost tens of billions of dollars, took billions in taxpayer-financed aid, and cut tens of thousands of jobs, including announced plans to cut 47,000 employees by the end of 2009†. (2) On top of that, he was included in a scandal, late 2008, where he was witnessed to have flown private jets when asking for a government bailout. With such exposure, tax payers are petrified with the fact that their money is going towards a paying a company which failed restructure. Thus, many argue that he did not deserve the money since he neglected his responsibility as the CEO of GM to look in the best interest of the stakeholder. On the other hand, GM and the government had to, by law, give Rick Wagoner the pay since it was already negotiated; thus, he was entitled to retirement funds. As a result, another ethical issue may arise based on whether or not he deserves the pay. Let’s also not forget the fact that he worked in GM for 32 years. 2) On top of that, if a golden parachute was not offered, many capable CEOs will lose incentives and GM’s financial position may not be able to recuperate without an effective leader. In essence, the dilemma a remains in debate regarding whether or not the benefits of golden parachutes override the possible abuse of this privilege. To further analyze this case, this dilemma was applied to the seven step decision procedure. Moral Standards To start off with, the first step to the decision procedure is to identify moral standards. Since each stakeholder’s interests vary, there is a conflict among personal goals, beliefs and values. For instance, CEOs and board members take action to maximize their pay due to personal goals; however, it may not be in the best interest of the company. As a result, by pursuing this goal, CEOs and board members believe in egoism where they look solely in the best interest of themselves and consider it as a means to goodness. They also believe that with a capitalist economy, the government should not intervene and should grant businesses’ their freedom resulting a laissez-faire perspective. Similarly, shareholders also intend to maximize their income and personal incentives. In doing so, they value trust and honesty and expect fiduciary duties to be met. Moral Impacts The second step is to recognize all moral impacts and how they either benefit or harm stakeholders. It is also important to identify any rights that are linked to entitlement and/or duty that may be recognized or violated. The following chart is a cost/ benefit analysis if the government was to allow the practice of golden parachutes.

Introduction to Negotiation

Introduction to Negotiation Negotiation is and activity that every individual caries out in his everyday life. We are constantly negotiation with ourselves, our family, friends, business, etc. Every activity that happens is the result of a negotiation – â€Å"Pros and Cons†. And thus negotiation can be defined as; â€Å"The means by which people deal with their differences† Negotiation is a continuous and an evolving process especially in a supply chain environment. A company cannot meet the expectation of its customers or shareholders single handed and thus there is lot of negotiation is involved and it is a continuous process.It is a process that emerges when there is a difference and it cannot be settled single handed without a negotiation. Negotiation is not necessarily a win-loose process, but a good negotiation process is where both parties accept a mutually beneficial or amicable solution. A Negotiation can be distributive or integrative depending on how i t been conducted. A negotiation which involves hard bargaining and is mostly concentrated on one topic where usually the winner takes all is a distributive negotiation. There is little or no attention paid to relationship, consideration or sharing of information and are very aggressive.On the contrary an integrative negotiation is a process in which all parties cooperate to maximize the benefit to all parties and is commonly referred to as expanding the pie. There is lot of understanding among the parties and importance is paid to how more value can be generated in a continuing partnership. Sometimes depending on the topic a negotiation can get very complex. It could get into a Multi Phase Negotiation stage where one negotiation could lead into another negotiation with the complexity increasing at each stage.It could also get into a Multiparty Negotiation where the needs and want of other parties will require to be explored and will be included into further negotiations. Though ther e are many types or causes of negotiation, it is always important for an effective negotiation to underline once BATNA (Best Alternative To A Negotiated Agreement) and their Reservation Point. A BATNA is something which every negotiator should have, and is completely under his control. With this he should be able to set up his reservation point, something beyond which he should not negotiate.Once these are clearly understood and negotiated up on, we can at most of the time identify the ZOPA (Zone of Potential Agreement), which in most of the times overlaps both parties’ reservation points. Apart from the above other main elements that plays an important role in a negotiation and the most important is listening. Both parties should pay attention, listen and acknowledge the other parties BATNA and Reservation Points. This will not only improve relationships and achieve in establishing a ZOPA, but could also be beneficial to other departments or other entities that could have c onnection with your unit or industry.There should also be lot of preparation involved prior to a negotiation and preparation should focus on all areas. While a negotiation can be very effective, it could have several barriers. Therefore it is always important that some level of effort is put in in prior and during the negotiation. It is important to respect all parties and acknowledge their interests and concerns. Finding areas of common interests and sharing same, providing a comfort zone for negotiation, talking about past experiences, etc. , are some of the few ways to unwind before going into a negotiation process directly.Similarly it is important that during negotiation a process is clearly followed. The point around which discussion is taking places is well identifies and not deviated from and a clear time line is established. It is also important that the right persons are involved during the negotiation and the points negotiated upon is justifiable There should be room for flexibility all barriers like lack of trust, excessive bargaining, being reluctant to share information, structural impediments in putting inappropriate people at the discussion, cultural and gender difference any inds of spoilers should not be used and the language used should be simple and understanding to all parties. Mental barriers like Escalation, Partisan Perception, Irrational Expectation, Override confidence caused by ego, having shifting BATNA, not having a clear breakpoint, not understanding the other person, not sharing problem and understanding viewpoint, feeling invincible, etc. and should not be used during a negotiation process. While there are no rights or wrongs, style also matters in a negotiation. This often reflects on the kind of person one is always best to consider how to proceed.There are 5 different styles and each can be detailed as below; Avoiding style is when you hates conflicts and try to avoid them at all cost. It is often associated with trying to wi thdraw from situation or try to pass the decision to someone else and hence very difficult to arrive at a conclusion. This kind of style can be used if the issue, relationship, decision is of less importance, but can cause problems if the relationship or issue is of importance. Using this too often can have a negative feeling. Accommodating is when trying to use relationship to solve a conflict.On the contrary if the other person is not accommodating and takes advantage there is nothing returned in the negotiation process a negotiation can be accommodating when no much importance is paid to the issue or when there are not arguments on one’s side of the table. This can often create problem if the outcome is going to be shared at it could show that other are taking advantage of your position. Competing is like trying to win and take control of the situation or considers a negotiation as wining and loosing.There is no attempt made on collaboration, or cooperation from others and if used often shall loose self-respect eventually. A competing strategy can be during a negotiation if there is an emergency and a decision is imminent. It could also be that one side is confident that they are right and have all the supporting’s and the situation is under their control Compromising negotiation often tries to find something amicable. This often results in giving and taking with moderate satisfaction to both parties. This could create problem while negotiation on very creative problem and could be used the working together s important with limited resources A good solution is often considered as a bottleneck and any collaboration is considered as forcing something on. Collaborating is more a problem solving style of negotiating. They are very imaginative who think about win-win situation and thing of expanding the pie. Issues and relationship are both given importance along with being cooperative and creative. All concerns are well addressed and as a result w ill not be able to exercise if time frame is too short. It is also not applicable the issues are trivial or no much preparation or rehearsing time.A negotiation can also be different when negotiation for yourself or for others. When negotiation for yourself you often tend to negotiate what is most beneficial to your whereas on the other hand when negotiation for a third party there is often a personal gain side that is looked at especially is cases where negotiating for a property via a real estate agent. However a third party negotiator can bring with him lots of experience that could also be very beneficial and will assist in a negotiation process. Thus for a negotiation it is important to understand one own style and to determine the other persons style as well.This will avoid unpleasant surprises during a negotiation. and will assist in the effective preparation of BATNA and reservation points We can thus understand that the process of negotiation is continuous and needs to be c onstantly improved. It is a process that needs to be understood and required to be planned and monitored using various strategies and resources. As part of continuous improvement it is important to create a process, train all participants to follow and monitor the process. This process can be improved by learning and summarizing from reflection after a negotiation.It is also important to consider that every negotiation must have a preparation process where goals and expectation are clarified. A clear BATNA have to be defined which everyone in the team is well aware off. Any smart suggestions need to be recognized and suitably rewarded. Develop a process that works best for oneself and use it to evaluate what works best and willingness to follow the process. And the most important to remember that all negotiations cannot be won and not to be abandon just because we are not able to achieve what we perceived. Introduction to Negotiation Introduction to Negotiation Negotiation is and activity that every individual caries out in his everyday life. We are constantly negotiation with ourselves, our family, friends, business, etc. Every activity that happens is the result of a negotiation – â€Å"Pros and Cons†. And thus negotiation can be defined as; â€Å"The means by which people deal with their differences† Negotiation is a continuous and an evolving process especially in a supply chain environment. A company cannot meet the expectation of its customers or shareholders single handed and thus there is lot of negotiation is involved and it is a continuous process.It is a process that emerges when there is a difference and it cannot be settled single handed without a negotiation. Negotiation is not necessarily a win-loose process, but a good negotiation process is where both parties accept a mutually beneficial or amicable solution. A Negotiation can be distributive or integrative depending on how i t been conducted. A negotiation which involves hard bargaining and is mostly concentrated on one topic where usually the winner takes all is a distributive negotiation. There is little or no attention paid to relationship, consideration or sharing of information and are very aggressive.On the contrary an integrative negotiation is a process in which all parties cooperate to maximize the benefit to all parties and is commonly referred to as expanding the pie. There is lot of understanding among the parties and importance is paid to how more value can be generated in a continuing partnership. Sometimes depending on the topic a negotiation can get very complex. It could get into a Multi Phase Negotiation stage where one negotiation could lead into another negotiation with the complexity increasing at each stage.It could also get into a Multiparty Negotiation where the needs and want of other parties will require to be explored and will be included into further negotiations. Though ther e are many types or causes of negotiation, it is always important for an effective negotiation to underline once BATNA (Best Alternative To A Negotiated Agreement) and their Reservation Point. A BATNA is something which every negotiator should have, and is completely under his control. With this he should be able to set up his reservation point, something beyond which he should not negotiate.Once these are clearly understood and negotiated up on, we can at most of the time identify the ZOPA (Zone of Potential Agreement), which in most of the times overlaps both parties’ reservation points. Apart from the above other main elements that plays an important role in a negotiation and the most important is listening. Both parties should pay attention, listen and acknowledge the other parties BATNA and Reservation Points. This will not only improve relationships and achieve in establishing a ZOPA, but could also be beneficial to other departments or other entities that could have c onnection with your unit or industry.There should also be lot of preparation involved prior to a negotiation and preparation should focus on all areas. While a negotiation can be very effective, it could have several barriers. Therefore it is always important that some level of effort is put in in prior and during the negotiation. It is important to respect all parties and acknowledge their interests and concerns. Finding areas of common interests and sharing same, providing a comfort zone for negotiation, talking about past experiences, etc. , are some of the few ways to unwind before going into a negotiation process directly.Similarly it is important that during negotiation a process is clearly followed. The point around which discussion is taking places is well identifies and not deviated from and a clear time line is established. It is also important that the right persons are involved during the negotiation and the points negotiated upon is justifiable There should be room for flexibility all barriers like lack of trust, excessive bargaining, being reluctant to share information, structural impediments in putting inappropriate people at the discussion, cultural and gender difference any inds of spoilers should not be used and the language used should be simple and understanding to all parties. Mental barriers like Escalation, Partisan Perception, Irrational Expectation, Override confidence caused by ego, having shifting BATNA, not having a clear breakpoint, not understanding the other person, not sharing problem and understanding viewpoint, feeling invincible, etc. and should not be used during a negotiation process. While there are no rights or wrongs, style also matters in a negotiation. This often reflects on the kind of person one is always best to consider how to proceed.There are 5 different styles and each can be detailed as below; Avoiding style is when you hates conflicts and try to avoid them at all cost. It is often associated with trying to wi thdraw from situation or try to pass the decision to someone else and hence very difficult to arrive at a conclusion. This kind of style can be used if the issue, relationship, decision is of less importance, but can cause problems if the relationship or issue is of importance. Using this too often can have a negative feeling. Accommodating is when trying to use relationship to solve a conflict.On the contrary if the other person is not accommodating and takes advantage there is nothing returned in the negotiation process a negotiation can be accommodating when no much importance is paid to the issue or when there are not arguments on one’s side of the table. This can often create problem if the outcome is going to be shared at it could show that other are taking advantage of your position. Competing is like trying to win and take control of the situation or considers a negotiation as wining and loosing.There is no attempt made on collaboration, or cooperation from others and if used often shall loose self-respect eventually. A competing strategy can be during a negotiation if there is an emergency and a decision is imminent. It could also be that one side is confident that they are right and have all the supporting’s and the situation is under their control Compromising negotiation often tries to find something amicable. This often results in giving and taking with moderate satisfaction to both parties. This could create problem while negotiation on very creative problem and could be used the working together s important with limited resources A good solution is often considered as a bottleneck and any collaboration is considered as forcing something on. Collaborating is more a problem solving style of negotiating. They are very imaginative who think about win-win situation and thing of expanding the pie. Issues and relationship are both given importance along with being cooperative and creative. All concerns are well addressed and as a result w ill not be able to exercise if time frame is too short. It is also not applicable the issues are trivial or no much preparation or rehearsing time.A negotiation can also be different when negotiation for yourself or for others. When negotiation for yourself you often tend to negotiate what is most beneficial to your whereas on the other hand when negotiation for a third party there is often a personal gain side that is looked at especially is cases where negotiating for a property via a real estate agent. However a third party negotiator can bring with him lots of experience that could also be very beneficial and will assist in a negotiation process. Thus for a negotiation it is important to understand one own style and to determine the other persons style as well.This will avoid unpleasant surprises during a negotiation. and will assist in the effective preparation of BATNA and reservation points We can thus understand that the process of negotiation is continuous and needs to be c onstantly improved. It is a process that needs to be understood and required to be planned and monitored using various strategies and resources. As part of continuous improvement it is important to create a process, train all participants to follow and monitor the process. This process can be improved by learning and summarizing from reflection after a negotiation.It is also important to consider that every negotiation must have a preparation process where goals and expectation are clarified. A clear BATNA have to be defined which everyone in the team is well aware off. Any smart suggestions need to be recognized and suitably rewarded. Develop a process that works best for oneself and use it to evaluate what works best and willingness to follow the process. And the most important to remember that all negotiations cannot be won and not to be abandon just because we are not able to achieve what we perceived.